Top Senior HR Jobs

Partner with leaders to deliver HR solutions across the employee lifecycle, handle employee relations, support performance and compensation processes, drive HR process improvements, workforce planning, engagement, change management, and serve as an onsite trusted HR presence to enhance organizational health and manager effectiveness.

Provides high-level administrative support to an HR LTOD executive and team: manages complex calendars and meetings, drafts correspondence, prepares executive presentations and reports, arranges travel and expense reports, runs and maintains reports and performs mid-level data analysis, supports leadership meetings and on-site programs, improves administrative processes, and handles confidential information in a hybrid role with occasional travel.

Regional HR Manager provides day-to-day HR support across 2–3 markets, handling employee relations, investigations, recruiting, onboarding, payroll (ADP Workforce Now), benefits, leave and workers' comp administration, compliance across multiple states, workforce planning, policy enforcement, and HR process improvements while partnering with local and corporate leadership.

Serve as a strategic HR partner supporting site leaders in performance management, employee relations, compensation, talent acquisition, engagement, training, and HR initiatives across multiple locations.

Serve as onsite HR Business Partner for the Frederick site, advising leaders on performance management, employee relations, compensation, recruitment, HR initiatives, and change management. Drive local alignment with regional HR strategy, support HR platforms and large-scale processes, coach managers, and lead projects to attract, develop, engage, and retain talent.

Strategic, hands-on HR Business Partner supporting a growing technology organization. Drive talent acquisition, workforce planning, employee relations, compensation strategy, and Excel-based reporting. Partner with leaders to build pipelines, coach hiring managers, manage ATS workflows, and leverage AI tools to improve HR operations and candidate/employee experience. Hybrid role based in Philadelphia.

The HR BP Manager will partner with the CHRO to execute banking strategy, leading HR functions to support mortgage lending expansion and compliance initiatives while overseeing HR partners and workforce planning.

Partner with business leaders to drive day-to-day HR operations, employee relations, policy and compliance, HR metrics and reporting, and strategic HR planning. Serve as a primary HR contact, mediate issues, promote engagement, and support talent development while maintaining confidentiality and legal compliance.

Manage accurate bi-weekly U.S. payroll, administer employee benefits and leave programs, maintain HRIS data, generate reports, and support HR process improvements and operational initiatives including compensation and policy development.

Partner with leaders to drive talent planning, performance management, organizational change, and people strategies. Diagnose people issues, deliver data-informed HR solutions, coach leaders, manage projects, and collaborate across People functions to improve organizational effectiveness and adoption.

Partner with assigned functions to deliver HR strategies supporting talent management, performance, employee relations, organizational design, and change. Coach leaders on performance and people issues, collaborate with TA and People Ops, and execute core HRBP activities to improve team effectiveness and retention.

Serve as the primary HR advisor for corporate, retail, and warehouse teams across multiple states. Lead employee relations, investigations, performance management, leave administration (FMLA/ADA), talent acquisition support, benefits administration, compliance, training, HR metrics analysis, and supervise the HR Generalist and Office Administrator. Align HR strategy with business goals and support workforce planning and engagement initiatives.

Serve as a strategic HR advisor for Transamerica Asset Management, driving talent management, organizational design, leadership coaching, performance and change management, employee relations, total rewards guidance, and engagement initiatives to align HR strategies with business objectives.

Lead HR strategy and execution for five Integrated Electronics manufacturing sites. Oversee employee relations, talent management, organizational design, performance, compensation, compliance, and HR program delivery. Coach site HR leaders, partner with COEs, drive change initiatives, succession planning, and support growth, margin improvement, and integrations across the business.

Serve as a strategic HR business partner delivering talent acquisition, employee engagement, performance management, compensation, organizational effectiveness, and HR project leadership. Partner with site and business leaders and HR COEs to design and implement HR programs, drive change management, ensure compliance, and align workforce plans with business goals.

Partner with leaders to deliver HR strategy for industrial operations: support workforce planning, performance, succession, training, labor relations, metrics, change management, and onsite operational HR execution.

Provide strategic and operational HR support to managers and employees across employee relations, performance, talent management, organizational development and workforce planning. Serve as primary HR contact for assigned groups, coach leaders, lead cyclical HR processes, support M&A integration, manage factory recruitment and onboarding, investigate and resolve employee issues, and use HRIS and analytics to drive people and business performance.

Serve as a strategic HR partner to managers across G&A, R&D, and GTM, guiding performance management, employee relations, investigations, organizational effectiveness, talent development, and workforce planning. Coordinate with HR Centers of Excellence to deliver integrated people solutions, analyze workforce data to inform decisions, support organizational change, and drive HR programs and continuous improvement to enhance manager capability and employee experience.

Serve as a strategic HR partner supporting employee engagement, talent development, performance management, employee relations, full-cycle recruiting, HRIS/payroll transactions, training, and HR projects. Use data to inform decisions, lead process improvements, mentor junior HR staff, and execute HR roadmap initiatives to drive business results and a positive employee experience.

Serve as the primary HR strategic partner to senior leaders, driving workforce planning, talent strategy, succession, leadership development, change management, organizational design, and HR program integration to improve engagement, productivity, and business performance.

Lead and oversee HR operations including compensation, benefits, HRIS, compliance, employee relations, and facilities. Design and implement scalable HR programs, administer payroll and total rewards, manage vendors, ensure multi-state employment compliance, and use analytics and technology to inform decisions. Build and develop an HR operations team and partner across People & Culture to align strategy with operational execution.

Manage and execute HR strategy for the plant, partner with leadership on talent and performance, oversee HR programs (talent acquisition, performance management, employee relations, training, benefits), ensure compliance with laws and company policies, support safety and employee engagement, and act as a strategic HR business partner to achieve plant goals.

Provide strategic HR leadership for corporate functions in a global matrix environment. Partner with leaders on talent attraction, performance management, employee relations, compensation, organizational development, change initiatives, HR analytics, and HRIS implementation while driving engagement, retention, and organizational effectiveness.

Serve as strategic HR partner to plant leadership, managing employee relations, attendance, leave and workers' compensation, benefits administration, HR compliance, investigations, engagement initiatives, payroll and HR data integrity, and workforce analytics to support operational objectives and retention.

Serve as strategic HR partner to plant leadership overseeing employee relations, attendance, leave and workers' compensation administration, benefits, policy compliance, engagement initiatives, investigations, and workforce analytics. Support payroll data accuracy, manage leave/vendor coordination, drive safety and return-to-work programs, and deliver HR metrics and recommendations to improve retention and productivity.